6 ms·

Well done. In my opinion, this is a much better list than the linked article.

by PonyGumbo 16y ago

ghurlman 16y ago
A nicer list, but not rooted in reality - a benefit the list in the article has.
- tptacek 16y ago
  (1) Costs practically nothing; maybe 2x 1099 months if you wanted to bring in a recruiter to mechanize the process of landing people on their feet. The letter of reference should be automatic, as would reco's on LinkedIn pages. (2) Is something every soundly-managed company already does. (3) Is actually a favor that ex-FTE's would be doing for the company; converting FTE's to contractors is the basic idea behind all outsourcing, and is something the post actually alluded to. (4) It's your call whether 10-15% of the FTE cost you're recovering in your RIF is well-invested by paying people's COBRA. You're doing the RIF to pull money back in. We're just haggling over the numbers now. (5) Not offering severance is a pretty sure-fire way to get your best players to accept their earliest palatable job offer. Where is it industry standard not to offer severance?
  - ced 16y ago
    I don't understand the logic of (5). If I'm the best player on a team, I wouldn't expect to be fired, so why should I care about the severance package?
    - loumf 16y ago
      The best player that stays knows that they won't get severance in they are fired, so there is no incentive to stay if it seems like layoffs are coming again (or if they just get an offer).
    - theBobMcCormick 16y ago
      If you're the best player on the team, (and the team is one that just laid of several of your co-workers without severance), then I'd assume you know you're good enough to job working for people who aren't assholes?
    - gaius 16y ago
      You might think you're the best player on a team. Your teammates might think you're the best. Your manager might think you're the best too. But to HR you are infinitely interchangeable with anyone else with the same job title, don't kid yourself otherwise.

Well done. In my opinion, this is a much better list than the linked article.

ghurlman 16y ago

A nicer list, but not rooted in reality - a benefit the list in the article has.

tptacek 16y ago
(1) Costs practically nothing; maybe 2x 1099 months if you wanted to bring in a recruiter to mechanize the process of landing people on their feet. The letter of reference should be automatic, as would reco's on LinkedIn pages. (2) Is something every soundly-managed company already does. (3) Is actually a favor that ex-FTE's would be doing for the company; converting FTE's to contractors is the basic idea behind all outsourcing, and is something the post actually alluded to. (4) It's your call whether 10-15% of the FTE cost you're recovering in your RIF is well-invested by paying people's COBRA. You're doing the RIF to pull money back in. We're just haggling over the numbers now. (5) Not offering severance is a pretty sure-fire way to get your best players to accept their earliest palatable job offer. Where is it industry standard not to offer severance?
- ced 16y ago
  I don't understand the logic of (5). If I'm the best player on a team, I wouldn't expect to be fired, so why should I care about the severance package?
  - loumf 16y ago
    The best player that stays knows that they won't get severance in they are fired, so there is no incentive to stay if it seems like layoffs are coming again (or if they just get an offer).
  - theBobMcCormick 16y ago
    If you're the best player on the team, (and the team is one that just laid of several of your co-workers without severance), then I'd assume you know you're good enough to job working for people who aren't assholes?
  - gaius 16y ago
    You might think you're the best player on a team. Your teammates might think you're the best. Your manager might think you're the best too. But to HR you are infinitely interchangeable with anyone else with the same job title, don't kid yourself otherwise.